SAMPLE: Denver Center for Crime Victims Inclusiveness Blueprint

Problem: The agency mission statement does not reflect the broad current practice of agency operations.

Goals: Expand the breadth and depth of the agency mission statement.

Outcomes: The agency mission statement will be congruent and more broadly reflect our inclusive practices.

Tasks: Strategic Plan for 2007-2010 includes a review of agency mission statement and affirmative vote by board. Reprint agency materials to reflect changes, as appropriate.

Responsible Staff: Executive Director

Completion Date: The anti-discrimination statement has been modified by the board and changed in materials. The board will review the mission statement in 2008 with the assistance of a consultant.

Resources Needed: Board time and facilitation by consultant to thoroughly review the mission statement. Discussions were held at our board retreat in August 2007, but a more in-depth discussion is needed.

PROGRAM AND CONSTITUENTS

Problem: Address perceptions/issues of access/gap in service to racial/ethnic communities that are not Latino.

Goals: 1) Conduct additional focus groups with non Latino communities; 2) Conduct focus groups with African American and Latino service providers; 3) Analyze and address perception/issues of gaps in service with non-Latino communities

Outcomes: Increase agency profile in African American and other racial/ethnic communities.

Tasks: 1) Review and redesign marketing strategies in African American and other racial/ ethnic communities. 2) Establish specific collaborations/partners with African American and other racial/ ethnic communities.

Responsible Staff: Agency Leadership Team

Completion Date: Focus groups were held in 2007. A new program, called Parenting After Trauma, was launched in response to these focus groups. We have also created a vicarious trauma training for language professionals that was launched in January 2008. We have developed collaborative programming with Mi Casa Resource Center for Women and Rising Star Baptist Church in Aurora. These agencies have requested our services specific to working with communities of color dealing with crime and trauma. Finally, DCCV is now the incubator for the Latina Safehouse Initiative and will oversee their finances as they secure their nonprofit status.

FUNDRAISING AND MEMBERSHIP

Problem: Unable to determine the current ethnic make up and giving by donors of color. DCCV may be missing opportunities for philanthropy from communities of color.

Goals: Create a development plan to attract corporate and individual donors of color.

Outcomes: Increase percentage of donors of color by 5-10 % in 2008.

Tasks: 1) Purchase new donor software with capacity to track and identify giving history and patterns of people of color for the pastthree years? 2) Research giving patterns of people of color (e.g. African American and Latinos) to use in marketing design. 3) Review marketing materials and development plan to determine if "community" specific programs/materials need to be developed.

Responsible Staff: Executive Director

Completion Date: The donor software was purchased in 2007 and is now tracking campaigns and approach success rates by individuals of color. We have analyzed our fundraising and developed a presentation that highlights the impact of inclusive programming, staff and board members on giving patterns from communities of color. As a result of our presentation, our board development committee is making a targeted effort to be more inclusive towards communities of color in order to increase our percentage of donors of color in 2008.

Board/Staff/Volunteer

Problem: Current diversity/inclusiveness practices are tied to the current management/administration.

Goals: Create inclusive policies and practices for every aspect of the agency.

Tasks: 1) Review current leaders guides. 2) Create a policy or practice that will support inclusive philosophy in each area (e.g. Interview questions to be used as a standard practice in all volunteer, staff, board, vendor interviews.) 3) Attend best practices training on multiculturalism and organizational development. 4) Provide anti racism training for board, staff and volunteers one - three times per year.

Responsible Staff: Executive Director

Completion Date: All agency leaders' guides have been reviewed and will include a statement on inclusiveness. All employee manuals have been updated to include our inclusiveness statement. Interview questions were crafted by the inclusiveness committee and are now a part of all 1st and 2nd interviews. All new employees receive an eight-hour orientation specific to DCCV's inclusiveness practices and policies. All volunteers also receive anti-racism training as part of volunteer training, which is held two times per year. The board and staff will be receiving training on ethical communication, and the board development committee is currently working on the prospective member materials to ensure that inclusiveness is addressed during interviews.